A gestão da diversidade intergeracional como vantagem competitiva na empresa alfa

• Autor(a) principal: Monteiro, Évelyn Luz
• Data de Publicação: 2018
• Outros Autores: Sousa,Tatiana Silva Bispo de, Souza, Zenilda de Andrade
• Tipo de documento: Trabalho de conclusão de curso
• Idioma: por
• Título da fonte: Repositório do Centro Universitário Braz Cubas
• Texto Completo: https://repositorio.cruzeirodosul.edu.br/handle/123456789/1208
• topic: Gestão da diversidade; gerações; vantagem competitiva; 6.02.00.00-6 Administração

The diversification of the global market coupled with technological complexity in contemporary organizations makes companies come across a highly competitive environment. And in order to stand out among the competitors, managers need to manage their tangible and/or intangible resources, effectively, in order to establish strategies of creating value in the market. In this context of market modernization, Diversity Management has been stimulated as an important administrative tool that can bring benefits to organizations, if it´s been applied correctly, as well as it allows an integration among different collaborators, enabling each one to contribute to achieve business objectives of the company. In this sense, the present article sought to verify, under the perception of the ALFA Company employees, if the management of intergenerational diversity presents a source of competitive advantage. For this, the main challenges of diversity management were raised, as well as the identification of the main actions of integration of employees in the generational perspective and their impact as a competitive advantage in the aforementioned company. The qualitative-quantitative approach and exploratory form was used as a method, through bibliographic review and field research. As a research instrument, a questionnaire was applied with open and closed questions in three branches of the Company. The study was justified by the gaps in the corporate sphere regarding its real investment in this differentiated capital and its relevance in the social context. The results showed the recognition of the collaborators regarding the importance of intergenerational diversity for the organization as a source of competitive differential, although some had difficulties in expressing this understanding, justifying that the subject still need more clarification.